绩效管理在人力资源管理中处于核心地位，已在企业得到了成熟与普遍的应用， 有效实现了组织目标及员工自身发展的同步提升。但由于事业单位在观念、职能、管 理体制等方面依附于政府，社会化程度不高，机构庞大、效率低下，存在认识不足， 管理基础薄弱，管理制度不健全，管理方式单一，缺乏激励作用等问题，绩效管理仍 处于探索尝试阶段，未发挥对个人与组织效能的积极作用。在事业单位分类改革步伐 逐渐加快的大背景下，要想站稳脚跟，在日益激烈的竞争中保持优势，谋求发展，必 须通过建立完整的绩效管理方案，将整体目标分解到每名员工身上，促进组织和个人 绩效的同步提升。 本文选取某部委后勤服务中心服务型处室 S 处为研究对象，通过实地调研，从组 织结构、人员结构、绩效管理现状等基本情况入手，找出存在的问题和主要成因，在 此基础上完整提出了一套包含绩效计划、绩效辅导、绩效考核、绩效反馈面谈、绩效 结果应用和绩效改进 5 个环节的完整绩效管理方案，突出流程合理优化和目标科学分 解这两个重点，强调全过程沟通反馈，全面展述各环节实施步骤，创新设计适合单位 实际的考核方法和指标，注重绩效结果与薪酬福利、职业规划、岗位调整的应用联系， 并重点强调了推行绩效管理方案的配套完善措施，努力推进管理模式向系统化、流程 化和规范化方向发展，使研究内容完整系统，实用性强。为该事业单位实施绩效管理 奠定了良好基础，同时也对同类事业单位绩效管理方案的设计提供了借鉴和参考。 关键词:事业单位，后勤服务，绩效管理方案，绩效指标II Abstract Performance management is the core in the human resource management, it has been mature and widely used in enterprise, it effectively realize the goals of organization and staff development. However, the institution is indifferent with the government at aspect of the concept, function, management system, low socialization degree large institutions, low efficiency,lack of knowledge, week management ,imperfect of the management system. It has few methodology. Performance management is still in the exploration stage to try and not playing a positive role in personal and organizational effectiveness. In the background of the development, the institution must establish the whole system of performance management in order to increase the competition and promote the performance of organizations and individuals. The research objective of this paper is some ministries service center at the offices of S. Through the situation of the organization, the personnel structure, the current situation of performance management, i want to find out the existing problems, the main causes, and establish a complete performance management scheme of 5 link set includes performance plan, performance tutorship, performance assessment, performance feedback, application of performance results and performance improvement. This paper present every step, and the methodology of performance indicators in detail, and emphasis on the implementation of performance management. It laid a good foundation for the implementation of performance management, but also provides reference to other institutions. Key word: institution, logistics service, performance management scheme, performance indicatorsIV 目录 1 引言 ................................................................ 1 1.1 研究背景、目的和意义 ............................................. 1 1.1.1 研究背景 ...................................................... 1 1.1.2 研究目的 ...................................................... 1 1.1.3 研究意义 ...................................................... 1 1.2 国内外研究现状 ................................................... 2 1.2.1 国外研究现状 .................................................. 2 1.2.2 国内研究现状 .................................................. 2 1.3 研究目标、内容和路线 ............................................. 3 1.3.1 研究目标 ...................................................... 3 1.3.2 研究内容 ...................................................... 3 1.3.3 研究路线 ...................................................... 3 1.4 研究方法及可行性分析 ............................................. 3 1.4.1 文献综述法 .................................................... 3 1.4.2 实证分析法 .................................................... 4 1.4.3 可行性分析 .................................................... 4 1.5 拟解决的关键问题及研究的特色创新之处 ............................. 4 1.5.1 拟解决的关键问题 .............................................. 4 1.5.2 研究的特色创新之处 ............................................ 4 2 绩效管理基本内涵及相关理论 .......................................... 4 2.1 绩效管理的基本内涵 ............................................... 4 2.1.1 绩效的含义及其影响因素 ........................................ 4 2.1.2 绩效管理的含义及其作用特征 .................................... 5 2.2 绩效管理相关理论 ................................................. 5 2.2.1 需求层次理论 .................................................. 5 2.2.2 公平理论 ...................................................... 5 2.2.3 双因素理论 .................................................... 6 2.2.4 期望理论 ...................................................... 6 3 某事业单位绩效管理现状分析 .......................................... 6 3.1 基本概况 ......................................................... 6 3.1.1 组织结构 ...................................................... 7 3.1.2 工作职能 ...................................................... 7 3.1.3 人员结构 ...................................................... 8 3.2 绩效管理现状分析及问题 ........................................... 8 3.2.1 绩效管理实施现状 .............................................. 8 3.2.2 绩效管理存在的问题 ........................................... 10 3.2.3 绩效管理问题原因分析 ......................................... 11 4 某事业单位实施绩效管理必要性分析及方案设计 ......................... 12 4.1 S 处实施绩效管理的必要性分析和设计原则........................... 12 4.1.1 实施绩效管理的必要性分析 ..................................... 12 4.1.2 建立绩效管理方案的基本原则 ................................... 13V 4.1.3 构建绩效管理方案的思路 ....................................... 14 4.2 S 处绩效管理方案设计............................................. 15 4.2.1 研究模型 ..................................................... 15 4.2.2 绩效计划 ..................................................... 15 4.2.3 绩效辅导 ..................................................... 16 4.2.4 绩效考核 ..................................................... 17 4.2.5 绩效反馈面谈 ................................................. 22 4.2.6 绩效结果应用和绩效改进 ....................................... 23 5 某事业单位绩效指标设计及配套完善措施 ............................... 24 5.1 S 处绩效指标设计.................................................. 24 5.1.1 绩效指标分类 ................................................. 24 5.1.2 绩效考核指标的确立原则 ....................................... 25 5.1.3 绩效指标的来源 ............................................... 25 5.1.4 关键绩效指标 ................................................. 25 5.1.5 绩效指标设计思路及内容 ....................................... 26 5.1.6 绩效指标权重设计 ............................................. 30 5.2 绩效管理方案实施的配套完善措施 .................................. 31 5.2.1 加强组织领导，明确职责分工 ................................... 31 5.2.2 加强绩效相关理论培训 ......................................... 32 5.2.3 绩效管理配套制度的建立和完善 ................................. 32 6 结论 ............................................................... 34